1. Homosexual Professional or Professional Homosexual? The Relationship between Sexual-Professional Identity Integration and Social Influence in the Workplace Jacob Henicheck, Kyle Simon, and Melanie M. Henderson Table 1. Correlations between Sexual- Professional II and General II General II Distance General II Conflict General II Overall SPII Distance.366.342.402 SPII Conflict.365.421.445 SPII Overall.395.417.461 All values significant at the 0.01 level (2-tailed) Table 2. Divergent Validity of the Sexual-Professional II Scale and the Big 5 Personality Inventory OpennessConscientiousnessExtroversionAgreeablenessNeuroticism SPII Distance -.257**-.097-.123-.131.211** SPII Conflict -.146-.110-.089-.111.190** SPII Overall -.212**-.112-.113-.130.216** ** - indicates significance at the 0.01 level (2-tailed) Abstract: This study examined the correlates of psychological processes involved in the integration of sexual and professional identities. Using a correlational design and a sample of non-heterosexual working adults, we validated a sexual-professional identity integration (SPII) scale and examined the relationship between identity integration-- perceived compatibility among multiple social identities-- and social influence. Preliminary results showed that SPII was positively correlated with other measures of identity, and the main results showed that SPII was associated with influence strategies, as well as perceived work environment. Specifically, people higher on SPII (lower perceived conflict and distance among sexual and professional identities) were more likely to use relational influence strategies that incorporate others’ concerns. These findings suggest that the SPII scale is a psychometrically sound measure of identity integration for non-heterosexual professionals. Furthermore, SPII has implications for how non-heterosexuals navigate aspects of identity and social influence in the workplace. Preliminary Results: Introduction: Past literature indicates that individuals high in II are more likely to integrate different types of social influence strategies Past literature indicates that minority identities such as gender and race can be assessed using II measurements The current study aims to extend the literature by examining a minority identity that is not readily visible (sexuality) in the context of both identity integration and the workplace Research Question 1: Can identity integration be extended to explore integration between sexual and professional identities? Research Question 2: Is sexual-professional identity integration associated with social influence? Research Question 3: Is sexual-professional identity integration associated with perceptions of the workplace? Sexual Identity – This was conceptualized as the current sexual identity that one identified with, measured on a scale of how non- heterosexual the individual perceived themselves. Professional Identity – This social identity was conceptualized generally as one’s current professional identity and the perceived compatibility in terms of distance and conflict with their non- heterosexuality. Influence Strategies– Influence strategies were conceptualized as social influence tactics, power tactics (positional vs. personal), and leadership strategies (transformational vs. transactional). Hypotheses: Hyp 1: The modified SPII scale for sexual-professional identity should correlate with other, more general identity measures. Hyp 2: Individuals higher in SPII will be more likely to integrate relational power and influence strategies, and more likely to use transformational leadership strategies Hyp 3: Individuals lower in SPII will perceive their workplace as less supportive, given the perceived incompatibility between their sexual identities and professional roles in the workplace. Table 3. Correlation between SPII and Transformational Leadership Contingent Reward Intellectual Stimulation Management- By-Exception (Passive) Management- By-Exception (Active) Laissez -faire Idealized Influence Inspirational Motivation Individualized Consideration Effectiveness Extra Effort SatisfactionOverall SPII Distance -.125-.187*.184*.025.101-.174*-.198*-.181*-.199*-.189*-.204*-.181* SPII Conflict -.041-.178*.112.000.187*-.079-.094-.150-.125-.102-.158-.097 SPII Overall -.086-.198*.156.012.160-.132-.154-.178*-.172*-.153-.193*-.147 * Indicates significance at 0.05 level (2-tailed) References and Contact Info: Complete reference list available upon request If you are interested in the subject we are studying or have any questions regarding this research, please feel free to contact us at jacob.henicheck.2015@owu.edu, kyle.a.simon15@gmail.com, or mmhender@owu.edu Results: SPII overall, and the two subscales, demonstrated sufficient reliability, with the exception of the distance subscale (SPII Total, α = 0.860; SPII Conflict, α = 0.873; SPII Distance, α = 0.630). SPII overall was negatively correlated with the expert, r = -0.186, p < 0.001, persuasive, r = -0.207, p < 0.001, and referent, r = -0.178, p < 0.001, power subscales. SPII distance was also correlated with the Pressure Influence Tactics subscale, r= 0.182, p < 0.05. SPII distance and conflict subscales were significantly correlated with aspects of Transformational Leadership (see Table 3). SPII overall was correlated with Gender Role Journey subscales (personal and professional activism), r = -0.203, p < 0.05. SPII distance subscale was correlated with the Gender Role Journey measure, r = -0.239, p < 0.01. SPII was correlated with Perceived Work Environment, r= 0.498, p< 0.001. Discussion: This study extends the existing literature on identity integration by developing and validating a scale that measures the integration of sexual and professional identities SPII is associated with the use of more relational influence strategies that incorporate the needs and concerns of others. Individuals who are lower in SPII are more likely to perceive their workplace as unsupportive of their sexual identity. Additionally, results demonstrated that SPII is associated with well- established personality measures, including neuroticism and openness to experience. Specifically, individuals higher in SPII are less likely to have neurotic tendencies and more likely to be open. These findings have important implications for the professional outcomes of non-heterosexual individuals in the workplace-- specifically how these individuals navigate their sexual and professional identities, and how identity integration facilitates their use of more relational power and influence in the workplace. Methods cont: Influence Tactics: Yukl, G., & Falbe, C. M. (1990) Power: Yukl, G. & Falbe, C.M. (1991) Big 5 TIPI:Gosling, S. D., Rentfrow, P. J., & Swann, W. B., Jr. (2003) Gender Role Journey: O’Neil M., Egan, Owen V. & McBride Murry (1993) Perceived Work Environment: Button B. (2001) Transformational Leadership: Bass, B. & Avolio, B. (1995) Methods: Survey distribution occurred via Amazon Mechanical Turk over the period of roughly 3 days Individuals high in SPII individuals have lower perceived conflict and distance among sexual and professional identities Individuals high in Transformational Leadership are more likely to use relational influence strategies and incorporate others concerns